Not legal advice
Content summarises labour law as published by each GCC ministry, current as of May 2026. Not a substitute for legal advice. Employment law is jurisdiction-specific and subject to change. For contracts, disputes, visa issues, or any decision with legal consequences, consult a qualified labour lawyer licensed in your jurisdiction.
Not legal advice
This guide summarizes Bahrain employment law for informational use only. It is not a substitute for advice from a qualified labour lawyer. Employment law is complex and jurisdiction-specific. For contracts, disputes, visas, or decisions with legal consequences, consult a licensed labour lawyer in your jurisdiction.
Quick summary
Notice for indefinite contracts is 30 days minimum, extendable by contract. Fixed-term contracts run to their end date. Article 107 lists the narrow grounds for summary dismissal. Wrongful termination triggers compensation of one to two days' wage per month of service, with a minimum of one month and a cap of one year's wage.
Standard notice
Article 99 of Bahrain Labour Law No. 36 of 2012 sets the statutory minimum notice for an indefinite-term contract at 30 days, applicable equally to the employer and the employee. Contracts can extend the notice period by mutual written agreement up to a reasonable maximum (90 days is typical for executive roles). Payment in lieu of notice is permitted.
Fixed-term contracts
A fixed-term contract runs to its agreed end date. Early termination by either party without an Article 107 ground is a breach. The other party can claim compensation for the remainder of the term, subject to the wrongful-termination cap described below.
Summary dismissal, Article 107
Article 107 lists the closed grounds on which an employer can dismiss without notice and without gratuity:
- Conviction of a crime against honour or trust
- Forged documents used to obtain the role
- Failure to perform essential duties after written warning
- Disclosure of trade secrets
- Repeated absence without cause (defined thresholds)
- Assault on the employer, manager, or colleagues at work
- Drunkenness or being under the influence of drugs at work
- Gross neglect causing serious material damage
Wrongful termination, Article 111
When the employer terminates without notice or without an Article 107 ground, the dismissal is wrongful. The employee is entitled to compensation calculated as one to two days' wage per month of service, with a minimum of one month's wage and a cap of 12 months' wage. This is in addition to unpaid notice, end-of-service gratuity, and accrued leave.
Constructive dismissal
The law recognises certain employer conduct as effectively terminating the relationship, material change to duties, wage arrears beyond two months, unsafe conditions, abuse. In those cases the employee can resign and treat the resignation as wrongful dismissal by the employer, claiming full entitlements.
Worked example
Mohamed had been with a Bahrain consultancy for six years on a 60-day notice contract at BHD 2,000/month total. His employer terminates him without an Article 107 ground or due notice. Statutory notice: 2 months × BHD 2,000 = BHD 4,000. Wrongful-termination compensation under Article 111: 6 years × 12 months × 2 days/month × (BHD 2,000 ÷ 30) = roughly BHD 9,600 (well under the 12-month cap). Plus accrued gratuity, plus unpaid leave. Total settlement well over BHD 20,000.
Frequently asked questions
What's the longest probation I can be put on?
Three months for most roles, in writing, signed at the contract start. Specialised technical roles may permit longer with a specific Ministry of Labour decision, but extension beyond three months requires explicit written consent.
Can my employer terminate me for poor performance?
Yes, with notice and full entitlements, but only after a documented process, written warning, opportunity to improve. Performance-based termination cannot be dressed up as Article 107 'for cause' to avoid notice and gratuity.
What's the deadline to file a labour complaint?
One year from the date the right arose, under Article 134. File the initial complaint with the Ministry of Labour; if unresolved, the case escalates to the Labour Court (now part of the High Civil Court).
Can I leave Bahrain immediately after resigning?
Yes, your LMRA permit governs your work, not your physical presence. There's no Qatar-style exit-permit requirement. Your residence permit remains valid for a grace period after work-permit cancellation; check the current Ministry of Interior policy.
When to consult a labour lawyer
Consult a Bahraini labour lawyer before signing any termination settlement, when an employer invokes Article 107 grounds you dispute, when an indefinite contract is being ended without proper notice, or when you're considering resigning under conditions that may qualify as constructive dismissal.